An investigation of the relationship between job characteristics and the gender wage gap

This paper re-examines gender wage differences, taking into account notonly worker characteristics but also job characteristics. Considerationof a wide set of job quality indicators can explain a fraction of thewage gap that would otherwise be attributed to pure wage discrimination.In any case, the fraction of the wage gap that remains associated todifferential rewards for identical factors across sexes is stillsubstantial. Our results suggest that in order to avoid overestimationof the fraction of the wage gap attributable to discrimination, it isnecessary to control for job characteristics.

Shocks and institutions in a job matching model

This paper explains the divergent behavior of European an US unemploymentrates using a job market matching model of the labor market with aninteraction between shocks an institutions. It shows that a reduction inTF growth rates, an increase in real interest rates, and an increase intax rates leads to a permanent increase in unemployment rates when thereplacement rates or initial tax rates are high, while no increase inunemployment occurs when institutions are "employment friendly". The paperalso shows that an increase in turbulence, modelle as an increase probabilityof skill loss, is not a robust explanation for the European unemploymentpuzzle in the context of a matching model with both endogenous job creationand job estruction.

Job creation under liquidity constraints: The Spanish case

This paper shows that liquidity constraints restrict jobcreation even when labor markets are flexible. In a dynamicmodel of labor demand, I show that in an environment of imperfect capital and imperfect labor markets, firms usetemporary contracts to relax financial constraints. Evidence for the predictions of the model is presented using Spanish data from the CBBE (Central de Balances del Banco de España - Balance Sheet data from the Bank of Spain). It is shown that firms substitute temporary laborfor permanent one and use less debt as their financial position improves. In particular, it is rejected that Spanish firms operate in an environment of free capital markets and of no labor adjustment costs. The labor reform of 1984, which created temporary contracts, implied to some extent a relaxation of liquidity constraints.Accordingly, firms used these contracts more extensivelyand used less debt; however, as capital markets continueto be imperfect, permanent job creation continues to beslow. Consequently, relaxation of liquidity constraints should also be part of a job creation strategy.

When Preference Is Not Satisfied but the Individual Is: How Power Distance Affects Person-Job Fit

One aspect of person-job fit reflects congruence between personal preferences and job design; as congruence increases so should satisfaction. We hypothesized that power distance would moderate whether fit is related to satisfaction with degree of job formalization. We obtained measures of job-formalization, fit and satisfaction, as well as organizational commitment from employees (n = 772) in a multinational firm with subsidiaries in six countries. Confirming previous findings, individuals from low power-distance cultures were most satisfied with increasing fit. However, the extent to which individuals from high power-distance cultures were satisfied did not necessarily depend on increasing fit, but mostly on whether the degree of formalization received was congruent to cultural norms. Irrespective of culture, satisfaction with formalization predicted a broad measure of organizational commitment. Apart from our novel extension of fit theory, we show how moderation can be tested in the context of polynomial response surface regression and how specific hypotheses can be tested regarding different points on the response surface.

Downsizing, job insecurity and firm reputation

This paper studies how firms make layoff decisions in the presence of adverse shocks. In this uncertain environment, workers' expectations about their job security affect their on-the-job performance. This productivity effect on job insecurity forces firms to strike a balance between laying off redundant workers and maintaining survivors' commitment when deciding on the amount and timing of downsizing. This framework offers an explanation of conservative employment practices (such as zero or reduced layoffs) based on firms having private information about their future profits. High retention rates and wages can signal that the firm has a bright future, boosting workers' confidence. Moreover, the model provides clear predictions about when waves of downsizing will occur as opposed to one-time massive cuts.

A simple optimised search heuristic for the job-shop scheduling problem

This paper presents a simple Optimised Search Heuristic for the Job Shop Scheduling problem that combines a GRASP heuristic with a branch-and-bound algorithm. The proposed method is compared with similar approaches and leads to better results in terms of solution quality and computing times.

Job dynamics, correlated shocks and wage profiles

We generalize the Mortensen-Pissarides (1994) model of the labor marketwith a more realistic structure for the stochastic process of theshocks to the worker-firm match. In this way we can acommodate theempirical observation that hazard rates of job termination decrease andaverage wages increase with job tenure. Besides being able to fit bettersome observables of the model, the changes we introduce are nontrivialfor the analysis of policies as well.

Non-stationary job search when jobs are not forever: A structural estimation

This paper considers a job search model where the environment is notstationary along the unemployment spell and where jobs do not lastforever. Under this circumstance, reservation wages can be lower thanwithout separations, as in a stationary environment, but they can alsobe initially higher because of the non-stationarity of the model. Moreover,the time-dependence of reservation wages is stronger than with noseparations. The model is estimated structurally using Spanish data forthe period 1985-1996. The main finding is that, although the decrease inreservation wages is the main determinant of the change in the exit ratefrom unemployment for the first four months, later on the only effect comesfrom the job offer arrival rate, given that acceptance probabilities areroughly equal to one.

Job search and asset accumulation under borrowing constraints

In this paper I show how borrowing constraints and job search interact.I fit a dynamic model to data from the National Longitudinal Survey(1979-cohort) and show that borrowing constraints are significant. Agentswith more initial assets and more access to credit attain higher wagesfor several periods after high school graduation. The unemployed maintaintheir consumption by running down their assets, while the employed saveto buffer against future unemployment spells. I also show that, unlikein models with exogenous income streams, unemployment transfers, byallowing agents to attain higher wages do not 'crowd out' but increasesaving.

Cómo prevenir el burnout: diferentes definiciones e interpretaciones

¿Es posible anticiparse a la aparición del burnout? ¿Por qué hay unos colectivos de profesionales más expuestos que otros? Una adecuada información sobre la realidad del ejercicio profesional, así como informes y cuestionarios sobre el clima laboral y las percepciones de los empleados son algunas de las medidas que se proponen para anticiparse al síndrome de desgaste profesional

L'Exercici de la docència de la psicologia i el Burnout

En l’actualitat el burnout o síndrome de cremar-se per la feina és considerat un risc emergent als països occidentals essent el col·lectiu docent un dels més afectats. L’espai europeu d’educació superior proposa un nou rol pel professor que haurà de ser compaginat amb la gestió, la recerca i la transferència de coneixement. En la present recerca s’analitza el nivell de burnout en una mostra formada per 42 docents (mitjana d’edat: 37,21 anys; D.T.: 8,98; 70,8% dones) del departament de Psicologia de la Universitat de Girona. El burnout s’ha avaluat amb el Maslach Burnout Inventory (MBI) així com amb un qüestionari d’elaboració pròpia que recull variables sociodemogràfiques, característiques del tipus de treball i de l’ús del temps lliure, el locus de control i el burnout percebut. Els resultats obtinguts indiquen valors mitjans en les puntuacions de les dimensions Cansament Emocional i Despersonalització, i valors elevats en Realització Personal. El 20,5% dels docents es percep cremat per la feina

Le syndrome d'épuisement professionnel (burnout) des médecins

Les médecins sont soumis à différents facteurs de stress qui les prédisposent à l'épuisement professionnel, mais aussi à d'autres problèmes de santé psychique : dépression, abus de substances, suicide sont des thèmes que l'on retrouve souvent lorsque l'on parle de la santé des médecins. Le burnout est un syndrome qui peut toucher toute les professions, mais ce sont celles en lien à la relation d'aide qui sont les plus susceptibles d'en développer les stigmates. Car le burnout est une véritable maladie de la relation d'aide. Maslach et Jackson ont le mieux défini cet incendie intérieur : conséquence d'une exposition chronique et répétitive à un stress émotionnel, il se manifeste par : 1. L'épuisement relationnel 2. La déshumanisation de la relation à l'autre. 3. Le sentiment d'échec professionnel ou la diminution de l'accomplissement personnel. [Auteur]

Job cum glosa

Abbaye de Saint-Victor de Paris